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5 qualities shared by high performance teams | Ascender
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5 qualities shared by high performance teams

Just as you need systems that talk to each other, you need a team that communicates well, is working to a common goal and who subscribe to a culture of high performance. Creating this type of culture isn’t something that comes about by chance; it comes from above – from HR leaders and management. So, what are the practical but essential ingredients to create an environment in which high performance is the norm?

What high performance looks like

Our experts work closely with top performing businesses of all sizes, from partnerships to SMEs to multinational corporates and even education providers. Having witnessed the success of these organisations first-hand and supported them to become the effective, well-oiled machines that they are today, we’ve identified five common characteristics that have helped these businesses take the lead.

1. Don't set impossible tasks

Often at the outset of a project something is lost in translation between ‘strategy’ and ‘operational planning’. It’s important not to let big-picture ambitions drive a project without sufficient planning. Create realistic, incremental and achievable goals in consultation with staff to avoid unnecessary complexities railroading your projects.

2. Encourage positive ownership of errors

A team that fears the negative consequences of a mistake is a team that will always play it safe. High performing teams and individuals admit to and discuss mistakes, using them as an opportunity to learn and evolve processes. Leaders must set an example and be willing to take calculated risks that will set their business apart.

3. Communicate, communicate, communicate

In a business where bigger picture plans are shared only with management, staff may find it difficult to engage with their job, lacking an understanding of their purpose long-term. To stay motivated and on-task employees need to know what they are working towards and how they will benefit from the achievement of organisational goals.

4. Offer employee share schemes

Many employees grapple with the idea of working for someone else, failing to realise that that as a business grows, so too do the opportunities and rewards available to them. But if you’re looking for a more concrete way to motivate and communicate this to staff, consider implementing an employee share scheme. This will give your staff a monetary incentive to put their all into the success of the business.

5. Allocate ownership of projects

If nobody in the business feels accountable for specific projects, they’re far less likely to achieve them. Give teams and individuals responsibility over the success or failure of assignments and they will engage more closely with the process.

Time for a change

A key success metric for businesses is their ability to effectively manage their people processes. In this age of rapid change, find out how top businesses have optimised their processes as part of building their overall culture of high performance.

Are you looking at these tips and thinking, who has time for this? Speak to one of our experts about integrating your systems and freeing up time to focus on your people.